Organizational culture is defined as the combination of values, symbols, beliefs, rituals, prohibitions and misconceptions which all corporate enterprises develop over time. In other words, it is the way a company’s owner and employees think, feel and act. Every organization has it's own culture related to the work ethics and nature. Scholars usually face difficulties in completing the assignments related to this subject as it requires in-depth research. Hence, most of the time they search for someone to help me do my assignment. Now no need to worry about your assignment work.
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Here are some of the benefits of healthy corporate culture that has the potential to improve the organizational outcomes, for better help with organizational culture assignment:
• Financial benefits- For a dramatic and sustained increase in productivity and performance a well-developed culture is responsible at the economic level. As the cost of control is an important factor for employees, they take personal responsibility for costs with the culture development. Thus, operating and administrative costs go below the industry norms.
• Employee motivation- Good organizational culture should recognize the employee’s personal needs and desires which allow people to fulfill these needs through business tasks
• Customer service- Managers learn to manage the company as well as outsiders such as customers, clients, corporate entities and suppliers, as the culture develops. To know the things are working well companies should take feedback from their customers to do it better.
• Involvement- When the manager show that they want everyone involved in the project, employees naturally step forward energetically and enthusiastically to make a positive contribution to the organization.
• Recruiting- A well-developed a company culture with an open and participative workplace where people are enjoying working and have extensive opportunities for growth and creativity attract top candidates.
• Supply chain- The efficiency of chain management is decided by the internal organizational relation between multiple functions and levels with external suppliers and customers.
• Meetings- Meetings can be more creative, productive and focused if the organizations allow its employees to be honest and open.
• Responsibility- As the culture takes an active turn, the employees start to take full responsibility for what happens in the organization. Therefore, problems can be solved right at the beginning.
• Vision- Good vision statements always assist orient customers, suppliers, and other stakeholders.
• Values- Values are the set of guidelines for the mindsets and behavior needed to fulfill that vision.
• Practices- Values are not useful if those are not implemented properly, and they are achieved through company practices.
• People- People work in companies where they find themselves comfortable, and they stick with the cultures they like.
• Narrative- Every organization has its unique history- a unique story or message to tell. The ability to unearth that history and craft it into a narrative is a core element of culture creation.
• Assign an owner- The organization needs someone to implement value to create a culture. The owner will be responsible to focus on culture and push everyone in the correct direction.
• Begin with leadership- The actions of leaders shape the culture of an organization. Leaders should be efficient, effective and transparent. The leaders must ensure that executives of the organization work as a team.
• The structure is most needed- The work culture is mainly dependent on the organization chart. To elevate culture, the organization should implement a strong and healthy structure.
• Always communicate- Employees should have a precise knowledge of culture and its importance. Communicate your values and culture effectively and continuously and explicitly.
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